An internship program can be a magical thing: one of those rare workplace arrangements that benefit both parties in immeasurable ways while costing almost nothing on either side. When an internship is conducted in an appropriate and professional way, both participants gain, and neither side loses.

Specifically, a young graduate is offered her first paid position in her professional field—even if she doesn’t have a lick of experience on her resume—and the company gains access to inexpensive, enthusiastic labor, and possibly a valuable full-time employee later on.

Here are five ways your intern can evolve into a long-term contributor.

Internship programs build loyalty (for life).

If your intern is paid well and respected, and if she receives the training and industry exposure she came for, she’ll develop a positive impression of the company. After all, she has no other workplace to compare this one to, so if you show her your best side, you’ll set the standard. Even if she leaves after one summer, she’ll remember this place and she’ll walk away with lasting warm feelings about your brand. Even long-term employees leave eventually, but fans and customers can stay forever.

Internships help mold young minds (and work habits).

If you scoop up a 21-year-old employee before he graduates from college, you’ve landed more than just an enthusiastic, fresh-faced worker bee. You’ve landed a pristine open mind, a person who has never experienced the professional world before. This is his first professional boss, his first breakroom, his first staff meeting, his first desk. This is also his first exposure to what your business does, what a work day should feel like, how clients and agents interact, and what efficient team contributions look like. He doesn’t have to unlearn anything in order to accept your terms. This can benefit both of you in big ways.

Internships build your social fabric.

The best retention strategy is a culture that feels like a family, and the way to create that family feeling is by maintaining long term employees, as many as you can. Deepen your organizational memory and traditions by reducing your turnover.

Internships set expectations on both sides.

New employees often start their first week on the job frequently repeating (or at least thinking) phrases like “That’s not how we did it at XYZ Co.,” or “At my old job, we always…” Interns rarely do this. Your expectations of them quickly become their expectations of themselves, and vice versa.

Interns train in-house.

Too often, new full-time employees come on board and go through an expensive training process, then when they’ve received a year of training on your dime, they leave. Interns receive the same training period, but since both promises and pay are modest on both sides, your investment returns are almost always positive.

When you’re ready to launch your internship program, contact the experts at Merritt for guidance.